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changes of compensation; job assignments, job classifications, <br />organizational structures, position descriptions, lines of <br />progression, and seniority lists; leaves of absence, sick leave, or <br />any other leave; fringe benefits available by virtue of <br />employment, whether or not administered by Contractor; selection <br />and financial support for training, including apprenticeship, <br />professional meetings, conferences, and other related activities, <br />and selection for leaves of absence for training; employer <br />sponsored activities, including social or recreational programs; <br />and any other term, condition, or privilege of employment. <br />d) The contractor shall make reasonable accommodation to the <br />known physical or mental limitations of an otherwise qualified <br />applicant or employee with a handicap or disability, unless that <br />accommodation would impose an undue hardship on the operation <br />of its program. A contractor may not deny any employment <br />opportunity to a qualified handicapped or disabled employee or <br />applicant if the basis for the denial is the need to make reasonable <br />accommodation to the physical or mental limitation of the <br />employee or applicant. <br />e) Reasonable accommodation may include: <br />i) Making facilities used by employees accessible to and <br />usable by individuals with handicaps and disabilities. <br />ii) Job restructuring, job relocation, part-time or modified <br />work schedules, acquisitions or modification of equipment <br />or devices, the provision of readers or interpreters, and <br />other similar actions. <br />2. Contractor's employment criteria. <br />a) A contractor may not use any employment test or other selection <br />criterion that screens out or tends to screen out individuals with <br />handicaps or disabilities or any class or individuals with <br />handicaps or disabilities unless the contractor can demonstrate (1) <br />the test score or other criterion is job -related for the position in <br />question, and (2) that the test results accurately reflect the <br />applicant's or employee's job skills, aptitude, or whatever other <br />factor the test purports to measure, rather than the applicant's or <br />employee's impaired sensory, manual, or speaking skills (except <br />where those skills are the factors that the test purports to <br />measure). <br />Exhibit E <br />Page 3 of 7 <br />